EOFY Prep for Associations: Salary Reviews, Super Changes & Smart Planning

Your quick guide to wrapping up FY25 and setting up for FY26

As the end of the financial year approaches, now’s the time for leaders across the association and not-for-profit sector to shift gears – out of business-as-usual and into strategic planning mode.

June 30th is your chance to review your structure, reset your budget, and position your team for success in FY26. Here are a few key areas to focus on:

1. Salary Reviews

This EOFY, it’s critical to approach salary reviews with a clear view of the market and your internal talent.

• Benchmark your roles: Do you know what your competitors are paying? Use fresh data to align your salary bands with sector expectations. (We have a salary insights guide coming soon, watch this space!)
• Prioritise retention: Employees are still on the move – especially mid-level professionals with transferable skills. Now’s your chance to retain top employees by recognising their value.
• Don’t forget non-financial perks: Not every team has room to increase pay. Consider flexible work, additional leave, and development opportunities as part of the package.

💡 Need data? The Revise Recruitment 2025 Association Sector Insights & Salaries Guide is dropping soon – pre-register your interest now.

2. Budgeting for FY26: Make recruitment strategic

EOFY is the perfect time to look ahead. Who do you need on board to deliver next year’s strategy?

• Workforce planning: Identify gaps and think long-term – what roles will drive impact in FY26?
• Get ahead of the curve: Recruitment cycles can take time. Brief your recruiter in advance
• Factor in salary increases: Wage pressures are real. Build room into your budget for adjustments and counteroffers.

3. Super Guarantee Increases to 12%

As of 1 July 2025, the Superannuation Guarantee rate increases from 11.5% to 12%.

✔️ Employers must pay 12% of an employee’s ordinary time earnings into their super fund.
✔️ Make sure payroll systems are updated to reflect the change.
✔️ Communicate proactively with employees – especially if their package is inclusive of super.

4. EOFY Checklist for Employers

• Finalise salary benchmarking and performance reviews
• Update budgets and workforce plans
• Communicate any structural or salary changes
• Ensure payroll and HR systems reflect 12% SG from 1 July
• Lock in hiring plans for Q1

EOFY doesn’t need to feel overwhelming. It’s an opportunity to tidy up, reset, and get clear on the team, structure and support you need to achieve your goals in FY26.

If you’re planning to hire – or restructure this new financial year, Revise can help you recruit strategically and confidently. Get in touch to start planning your next hire.